MOTIVATION AND

ROLE OF NURSE

Dr. Neena Narula

DEFINITION

Motivation is the force that initiates, sustains

and directs activity of organism.
MOTIVATION

•Affective arousal
•Direction

•Desired effort
•Achieve target
•Predispositions

•Precipitations
THE MOTIVATION CYCLE
PSYCHOLOGICAL NEEDS
 Freedom
 Security
 Achieve
 Affection
 Recognition- Social approval
 Companionship
 Self assertion
 Self actualization
MOTIVES

 Exploratory/ Curiosity
 Mastery
 Acquisition/ Possession
 Constructive
 Self-display
 Self-abasement (Submission to authority)
 Combat Motive (fighting against wrong or
right
INCENTIVES
 Biological Incentives
 Social Incentives

 Better income

 Better home

 Better social group

 Better opportunities for Promotion

 Rewards and punishment

 Competition

 Grades & marks

 Judicious use of praise & blame

 Success and failures

ASPECTS OF MOTIVATION

 Determination
 Ambition, Goal, Purpose
 Interest
 Attitude, Likes & Dislikes
 Inspiration
 Tension
 Incentive
BEHAVIOR OF MOTIVATED
PERSON

 Selective
 Concentrated attention
 Consistency
 Arousability
 Sensitive
 Reactive to stimuli
Emotional Intelligence

 Motivation: Emotional Tendencies that guide or

facilitate reaching goals
 Achievement: Striving to improve
 Commitment: Aligning with goals of the group
 Initiative: Readiness to act on opportunity
 Optimism: Persistence in pursuing goals despite

setbacks
 H
Self Actualization
Autonomy, fulfillment from job,
ability to demonstrate creativity, &
innovation for challenging tasks
E
Self esteem needs
Recognition ,promotions, I
participation in decision making

Affiliation needs
R
Positive interactions with
coworkers & managers
A
Safety needs R
Job security, retirement, and
health / medical plans
Safe working environment
C
H
Physiological Needs
Adequate salary, & working
conditions
Y
( e.g. Lighting, air conditioning etc.)
DETERMINANTS OF JOB SATISFACTION

Achievement

Recognition

Work itself

Responsibility

Advancement
DETERMINANTS OF JOB
DISSATISFACTION

• Policies
• Administrative Policies
• Supervision
• Salary
• Interpersonal Relations
• Working Conditions
 WHAT MOTIVATE EMPLOYEES
 Growth: Need to make creative & productive effect,
sense of wholeness (problem solving).
 Relatedness: Need for developing & sustaining
relations with significant others (sharing
thoughts).
 Existence: Concern with material & physiological
requirements (food, water , Pay, benefits,
Working conditions)
WHAT MOTIVATE EMPLOYEES
CONTIN…..

 Achievement & Recognition: Need to

succeed, Opportunity to increase knowledge
 Power: Need to influence others
 Affiliation: Need to liked & approved by
others.
WHAT MOTIVATE EMPLOYEES
CONTIN…..

 Responsibility & Learning: To increase

understanding to more complex tasks,
leading to next level of growth
 Advancement: Higher order task may be
presented to the employee
 Interest: Enabling to become experts, giving
complete unit of work
Model of Work Motivation

Core Job Psychologica Outcome

Characteristics l States s

•Skill Variety
•Task Identity Meaningfulnes
•Task Significance s of the work
•High internal
work motivation
Responsibility •High Growth
Autonomy for outcomes Satisfaction
of the work •High Work
Effectiveness
Knowledge of
Feed back actual results
of work
activities

Knowledge and skills, Growth need strength ,Content

satisfaction
Job Characteristics
 Skill Variety: Requirement of variety of
different activities in carrying out work and
number of skills
 Task Identity: Completion of identifiable piece
of work
 Task Significance: Substantial impact on the
lives of other people
 Autonomy: Freedom and Independence

 Feedback: Work activities provide individual

with direct and clear information about
effectiveness of performance
PREDICTING EMPLOYEE’S
BEHAVIOR

In order to understand worker’s Behavior

Ask “what rewards do your employee
value?”
EXPECTANCY
 Strength of individual’s need for particular
outcome.
 Perception of her performance related to other
outcomes. (outcome – outcome association)
 Perception that her effort will influence
performance. (Action – outcome association)
 Evaluation of outcomes & inputs by comparing
with others.
EQUITY
Equity exists when ratio of person’s outcomes to
inputs is equal to the ratio of other’s outcomes
and inputs
My Inputs Other’s Inputs
(Education, (Education,
experience Experience
Age etc.) Age etc.)

Other’s
My outcomes outcomes
(Salary (salary,
Promotion Promotion,
Bonuses etc.) Bonuses, etc.)
METHODS OF INEQUITY
RESOLUTION

 Reduce Productivity
 Longer Break Times
 To obtain increase in Pay / bonus / a new job
title
 Cognitive distortions
 Transfer to another department
 Distorting the inputs/ outcomes of others
SATISFACTION - PERFORMANCE
MOTIVATION

Perceived
equitable
rewards
Value of Sense of
Reward Ability accomplishmen
and t
traits

Satisfaction
s
Effort Performance
accomplishment

Perceived Role Promotion

effort\ perceptions or bonus
Reward
probability
Research indicated that participants who were
given specific & challenging goals outperformed

those who were given vague goals such as “do

your best”
GOAL SETTING

 Requires careful planning and fore thought

on the part of manager
 Specific & measurable,
 Challenging yet reachable
REMEMBER

Motivation is an individual’s voluntary

drive to satisfy need.
Thank You

Thank you